Successful senior DevOps professionals typically have a few things in common. When recruiters are looking for top talent, they commonly focus on core areas to help separate exceptional candidates from those who are just good or okay.

If you want to catch the eye of a recruiter or hiring manager, highlighting the right skills and experience makes all of the difference. If you aren’t sure where to begin, here are some insights into what recruiters look for on senior DevOps resumes.

Relevant Technical Experience

First and foremost, you need to showcase that you have the relevant skills to handle the technical aspects of the job. This may include experience in a variety of areas, including anything from Amazon Web Services (AWS) to Apache to JIRA and more.

Similarly, programming language expertise in listed areas is often essential. Whether a company requires SQL, Python, Ruby, or any other language will vary depending on the role, though essentially every opportunity will need at least a few.

Having experience in Windows and Linux environments is also often beneficial, though each business may have its own priorities in that regard. Troubleshooting experience in a range of core areas, including everything from infrastructure to software, is valuable in the eyes of employers, though their precise needs may vary.

Critical Soft Skills

A range of soft skills are important for DevOps professionals. If you are trying to land a senior-level position, then leadership skills and the ability to work independently are both incredibly valuable. Senior team members often have to guide less experienced coworkers in a variety of areas. Additionally, they are expected to be able to work without having to be directly overseen by a manager every step of the way.

Stellar written and oral communication skills are also must-haves. DevOps professionals often work as part of a team, so being able to share critical information with ease ensures peak productivity.

Additionally, they must work with a broad selection of stakeholders, many of whom won’t have the same level of technical expertise. Being able to relay complex ideas and points in a way that can be understood by the masses provides value to the company, making it something recruiters traditionally seek out when looking for top talent.

Education

Nearly every DevOps professional needs at least a Bachelors degree in a related field. This can include computer science, information technology, software development, or a range of other applicable majors that provide tech pros with the proper base set of skills.

In some cases, employers also favor candidates with additional certifications. Often, these support some of the technical skills a job seeker brings to the table, serving as a demonstration that they have a certain level of competence in the selected area.

By showcasing the points above on your resume, you increase the odds of impressing a recruiter with your senior DevOps resume. If you would like to learn more about building a strong senior DevOps resume, the team at The Armada Group can help. Contact us to speak with one of our knowledgeable recruiters today and see how our hiring expertise can benefit you.

As cybersecurity threats continue to multiple and major breaches hit the headlines on a regular basis, more companies are seeking highly skilled security engineers to make sure their systems are secure against the latest threats. To be a top candidate for these roles, you need to bring certain key skills to the table. Otherwise, you might not catch the attention of the hiring manager.

If you are wondering which skills can help you become a top security engineer, here are a few you absolutely need.

Security Product Expertise

Security engineers interact with a range of tech products while performing their duties. Everything from firewall management to URL filtering to virus protection fall under their purview, so knowing how to use the tools and technologies required to accomplish those goals is essential.

Similarly, security engineers need a firm grasp on what a variety of security products and services should cost. Since many security professionals are tasked with making recommendations when a new solution is required, understanding what is and isn’t a good deal is a valuable area of expertise to bring to the table.

Passion for the Subject

New threats emerge on a daily basis, and skilled security engineers understand the need to remain up to date at all times. Those who have an enthusiasm for their field are often more adept at staying informed, largely because the topic is of genuine interest.

Additionally, passion makes sorting through information regarding the latest security-related technology updates less cumbersome. Those with enthusiasm enjoy digging into the details to learn more about what the patches or new releases have to offer, making them more valuable in the eyes of employers.

Written and Verbal Communication

Security engineers need to be able to relay complex information, both verbally and in writing, to a variety of other professionals and stakeholders. This includes individuals who may not have an IT background, making it a necessity to be able to translate the “tech speak” into simpler language to promote understanding.

Technical Experience

Aside from security products, security engineers also need a firm grasp on a range of other technical topics. This can include various operating systems, coding languages, and network operations. Without these core understandings, it can be more difficult to assess a company’s needs, identify vulnerabilities, guarantee compatibility, and troubleshoot problems.

Time Management and Organization

Without time management and organizational skills, any security engineer would struggle to remain appropriately productive. Many projects are complex in nature, and even daily duties can be highly time-sensitive, making these core competencies must-haves if you want to excel in the field.

By acquiring the skills above, you too can position yourself as a top security engineer, making you a more attractive candidate to potential employers. If you would like to learn more about what makes a successful security engineer or are seeking out a new position in the field, the team at The Armada Group can help. Contact us to speak with a member of our knowledgeable staff today and see how our tech expertise can benefit you.

When you are looking for a new job, finding a company that offers more than just a competitive salary is a must. If the cultural fit isn’t right, you might not be satisfied in the role, even if the compensation package meets your needs.

Often, assessing a company’s culture during the hiring process isn’t easy. While you may be able to gain insights from the organization’s website and social media pages, or through employee reviews on sites like Glassdoor, these only provide a glimpse into the environment. Luckily, they aren’t your only options for determining cultural fit.

If you want to make sure the company’s culture is the right fit for you, here are some questions you can ask during your interview.

What Do You Like Most About Working Here?

While the question may seem obvious, or even bordering on cliché, it’s also incredibly valuable. If the hiring manager can quickly provide a meaningful response, that’s usually a good indication the environment is positive. In contrast, if they struggle to give you an answer or their response feels shallow, that could be a sign of trouble.

Ideally, the hiring manager should be able to share details about why the company is a great employer. Then, you can consider their perspective and see if those aspects are similarly enticing to you. However, if they can’t, that could signal the company’s culture is lacking in some regard, and it may be wise to continue your job search.

How is Feedback Usually Delivered?

Asking about feedback creates multiple opportunities for you to assess the company’s culture. First, managers that provide guidance regularly are often invested in the growth and development of their teams, as long as they focus on being constructive. In contrast, if the hiring managers only answer involves annual performance evaluations, it could indicate they aren’t as focused in those areas.

Second, how feedback is provided can be critical to your job satisfaction. For example, if a business favors peer review, and that isn’t a paradigm you prefer, that might make the job a less-than-ideal fit. However, if you appreciate continuous, small doses of feedback and that’s the approach the manager uses, you may feel more confident about the cultural fit.

Who Else Is on the Team?

In nearly any job, you’re going to spend a significant amount of time interacting with your teammates. By asking this question, you can gain a variety of insights about their personalities and positions, both of which can clue you into the company’s and group’s cultures. This may allow you to assess whether it’s a team you’ll mesh with or if conflicts may be inevitable.

Ultimately, by asking the questions above, you can gather valuable information that can allow you to assess whether the company is the right cultural fit, ensuring you only accept a role in an environment that meets your needs.

If you are interested in learning more or are seeking out new employment opportunities, the professionals at The Armada Group can help. Contact us to discuss your ideal company culture today and see how our expertise can benefit you.

Most people would agree that artificial intelligence (AI) and machine learning are two of the most exciting developments to emerge in the tech center in recent years. They have the potential to change how work is handled in a range of industries and on a broad scale, potentially empowering machines to manage repetitive and tedious tasks while allowing employees to focus on more engaging duties that genuinely require a human touch.

Additionally, AI and machine learning are giving companies the ability to make the most of their data by identifying patterns and trends that may be almost impossible for people to spot, especially when the information is stored in multiple databases or is held as unstructured data.

This has led business of all shapes and sizes to seek out professionals with AI and machine learning skills, and Silicon Valley is one of the hiring hotspots.

Silicon Valley is Hiring AI and Machine Learning Pros

According to a recent study, companies in San Jose and San Francisco are actively hiring AI and machine learning professionals to help them explore these burgeoning technologies.

In fact, San Jose is leading the way when it comes to job postings for machine learning engineers, computer vision engineers, and algorithm engineers, four of the jobs that most commonly require applicants to have machine learning and/or AI skills. The city also took the top spot for research engineers who need experience with AI and/or machine learning.

Overall, 9.6 percent of all job openings listed in Indeed that call for AI skills were in San Francisco. San Jose wasn’t far behind, being the location for 9.2 percent of the vacancies in these tech areas. Together, that’s a stunning 18.8 percent of all AI and machine learning-oriented vacancies in the country.

AI and Machine Learning Salaries

Having the right combination of AI or machine learning skills and experience can lead to an astonishingly lucrative career. There are extreme skill shortages in these specialties, so experts in the field can command massive salaries based on the capabilities.

With five years of experience in the field, an AI professional in San Francisco can receive a salary of about $121,000. Plus, as a tech pro’s experience and skill set grow, they can earn substantially more.

Additionally, while demand is expected to increase dramatically, it’s unlikely the supply of skilled IT professionals will rise at the same rate. This could mean salaries will continue to grow as companies compete for the best and brightest AI and machine learning specialists.

Plus, many AI and machine learning roles come with generous benefits packages, providing workers with even more value when they accept a position.

Ultimately, if you are an AI or machine learning professional, Silicon Valley is an excellent place to find an exciting job that allows you to focus on these technologies. If you are looking for a new IT position, the team at The Armada Group can connect you with some of Silicon Valley’s leading tech employers. Contact us to learn more about our available jobs today and see how our services can help you find your ideal role quickly and efficiently.

Database engineers are typically tasked with the creation and management of databases for a specific company or organization. This can include anything from building a new database to meet a specific need, configure new and existing systems, and maintain the databases to ensure everything remains fully functional.

The skills you need to work as a database engineer can vary from one position to the next. However, certain requirements are fairly common, making them must-haves in the eyes of many employers. If you are interested in becoming a database engineer, here are some skills that you need to acquire.

SQL

SQL is essentially “the” programming language you need to work with databases. Without SQL skills, you won’t find many opportunities in the field, let alone as a database engineer.

The level of fluency required may vary somewhat for each job. However, it’s best to keep your SQL skills current at all times and strive to learn as much about the language as possible if you want to excel as a database engineer.

Platform Knowledge

There are numerous database platforms available today, and learning the ins and outs is often essential if you want to land a role that works with one.

For example, you may opt to specialize in Microsoft SQL Server, Oracle, MySQL, or a number of others. Then, you need to take a deep dive into the platform and learn all you can about the available features, current limitations, recent releases, how to manage upgrades, and more.

Now, this doesn’t mean you need to forgo all other platforms in favor of one. Instead, it merely means that becoming a platform expert can be beneficial, especially if you want to secure upper-level database engineering roles.

Debugging and Optimization

A strong database engineer has a variety of debugging and optimization skills that can help them correct problems and increase efficiency in a range of applications. In some cases, this ability is essential, particularly if the database engineer is the only team member with complete end-to-end visibility.

Patience and Communication

While patience may not be listed as a required skill in a vacancy announcement, it is usually a must for database engineers. Typically, these professionals are approached with requests, often from people who don’t fully understand how a database operates. What may appear simple to them actually ends up being highly complex, and you need to be able to navigate the situation calmly.

Similarly, being able to explain technical information in a way that is highly accessible, even to those who aren’t as tech-savvy, is vital. This ensures you can work with individuals from other departments or work areas and find compromises when what they are requesting isn’t feasible or requires more time than they initially wanted to allow.

By acquiring the skill above, you can increase your odds of landing a database engineering job. If you are looking for a new database engineering position, the professionals at The Armada Group can connect you to a range of opportunities throughout the area. Contact us to discuss your ideal job and learn more about our current vacancies today and see how our services can help you land your perfect role.

IT managers are typically tasked with deciding whether certain websites should be blocked on the next work. Members of the leadership team usually favor the idea, asserting that restricting access to potential “timewasters” like social media sites ensures employees won’t be distracted by non-work activities.

However, many workers push back on the idea, insisting that these sites offer a source of enjoyment and can be beneficial to morale. Additionally, many managers and employees are fully aware that, even if you block a site, that doesn’t mean a worker won’t turn to their personal smartphone to access the websites anyway.

Considering that you can’t prevent an employee from wasting time entirely, can blocking websites actually boost productivity? If you are wondering the same thing, here’s what you need to know.

Does Blocking Sites Help Productivity?

According to a recent survey, blocking websites does have a positive impact on productivity. When a company restricts access to classic timewasters, such as social media, employees spend less time on sites that are unrelated to their jobs during the course of a standard workweek.

The reduction in such activity is actually fairly dramatic, too. In businesses that don’t block sites, 58 percent of workers admitted to spending a minimum of four hours a week on timewaster website. Over the course of a year, that means that more than half of the organization’s workforce wastes approximately 26 days every year on sites that don’t relate to their job.

When social media websites alone are restricted, only 30 percent of workers admit spending four or more hours each week on such timewaster sites.

What Sites Should Be Blocked?

Social media is often an obvious target when it comes to blocking sites, but there are a variety of other websites that should potentially be on the table. Anything illegal or unethical are obvious additions to the list, and dating sites are also timewasters that should be on the chopping block.

Personal instant messaging sites are also potential targets. Music and video streaming websites are also frequently blocked and just because they could potentially be distracting, but also because they can require a substantial amount of bandwidth.

When you are examining which sites to block, also consider if any websites pose a security risk. This can include sites that may contain malware as well as those that may allow business communications or data to be sent and stored outside of the organization (regardless of the presence of encryption) without the company’s knowledge or approval.

Ultimately, the decision regarding which sites should or shouldn’t be blocked usually lies in the hands of leadership and the IT team. However, it’s wise to create a robust policy regarding the use of business assets for personal activities and to make it clear that certain websites will be blocked as well as the general reasoning behind those decisions. This ensures your staff is well-informed regarding the choice, decreasing the odds that they’ll object.

If you are interested in learning more, the professionals at The Armada Group can help. Contact us to discuss your business needs today and see how our expertise can benefit you.

The vast majority of workers today are not in the last position they hope to hold during their career. Often, they are looking for opportunities to advance, including a chance to land a coveted promotion.

At times, figuring out how to get promoted in your tech role can feel daunting, especially since every company handles their promotion processes differently. However, there are certain things you can do to increase your odds of being selected. To help you on your journey, here are four tips that can help you land a promotion.

Don’t Be Promotion Focused

While it may seem counterintuitive, being entirely focused on earning a promotion can backfire on you. For example, if you only accept projects with a high-level of visibility and turn away work that is necessary for daily operations, you could harm your reputation.

Being unwilling to take part in the drudgery of the day-to-day makes it seem like you aren’t a team player, especially if your coworkers have to pick up the slack. Additionally, you may lose the respect of your peers, something else that can hurt your chances of being promoted.

Even though taking assignments that can showcase why you should be promoted is a smart move, you can’t ignore the basic responsibilities that come with your role. However, if you embrace these tasks along with high-profile projects, you can increase your odds of being recognized as a reliable employee who is willing to do what is necessary to help the company thrive.

Earn the Right Kind of Recognition

Most people know that you have to be willing to work hard to get promoted. However, the precise areas in which you need to focus can seem like a mystery.

While every company has their own promotion criteria, certain points are almost universally reviewed. First, the leadership team will look for recent accomplishments that are beyond what is expected in your current position. Second, they will seek out information that shows you can solve complex problems. Third, they will look for evidence that you possess leadership qualities, such as the ability to train others, coordinate a project with multiple employees, resolve conflict, and communicate effectively.

If you can demonstrate strengths in these areas, you increase your chances of landing a promotion.

Discover (and Fix) Any Perceived Gaps

At times, it can seem that even a strong performer is being passed over for a promotion. When this occurs, it’s possible that management perceives a gap in the person’s skills, experience, or capabilities.

If you have taken action in the areas above and still aren’t seeing results, then it’s time to talk with your manager. Schedule a meeting and let them know that you would like to be promoted and you would appreciate any feedback they could provide that would help you reach that goal.

This can be an intimidating conversation, particularly since it invites criticism. However, it is also an excellent learning opportunity, giving you the chance to gain insight into areas that need improving to land a promotion.

After your manager mentions a gap, discuss what can be done to fill it. Then, take action based on that advice, and your odds of being promoted will improve.

Don’t Forget to Network Internally

When most people think of networking, they focus on external connections. However, by networking with leaders in your company, you increase your visibility, making it more likely that when a promotional opportunity arises that they will think of you.

Work to connect with employees at every level, including members of the leadership team. Provide them with value by assisting with their needs first. Then, when you need help to reach your goals, they will be more inclined to be there for you.

If you are interested in learning more or are seeking out new employment opportunities, the professionals at The Armada Group can help. Contact us to discuss your career goals today and see how our expertise can benefit you.

In most cases, it’s easy to see if your team is busy. After all, furious typing, frequent meetings, and piles of reports stacked on desks can show that your staff has a lot on their plate.

But being busy isn’t the same as being productive. In fact, some of your highly tasked workers might not actually be accomplishing much during your day.

How can you tell how productive your employees are actually? By asking them this one simple question.

What Results Did You Achieve Today?

Ultimately, results are more important in business than just being busy. But, if you ask your team what they actually achieved over the course of their day, even if they’ve been working furiously, you may find that they don’t have much to show for their efforts.

Now, this doesn’t mean it’s your staff’s fault, though, at times, it certainly can be. Luckily, there are things you can do to increase their level of productivity. Here’s how to get started.

Align Their Duties with Their Talents

In some cases, an employee is busy because they are working on a task that doesn’t fit with their primary skill set. This can increase the amount of effort and research required to get the job done when compared to that of a worker who is adept in that area.

If you want to increase productivity, make sure to align a person’s role with their primary skills. That way everyone can work more efficiently by staying largely within their wheelhouse.

Use Metrics for Accountability

Often, a particular position is associated with specific goals, and progress towards these goals is typically measurable. Ideally, you want to identify any Key Performance Indicators (KPIs) associated with each position, and then monitor the employee’s productivity based on those metrics.

By doing so regularly, you can ensure that accountability is a foundation upon which your business is built. You’ll be able to identify which workers are meeting expectations and which aren’t, giving you a chance to intervene when necessary.

Delegate Properly

Simply dumping a task or project on an employee isn’t delegation. Instead, you need to set your staff up for success by ensuring they have the proper tools and information to perform. Additionally, you need to set clear expectations, including defining milestones, to help keep them on target.

Essentially, don’t just define what they need to do, but also how, why, and when. This creates a roadmap that not only outlines your expectations but also gives them a plan of attack, making it easier for them to meet or exceed your expectations.

By following the tips above, you can determine exactly how productive your employees are while also increasing the odds that they can achieve the results you need to succeed.

If you are interested in learning more or are looking for a skilled professional to join your team, the experienced staff at The Armada Group can help. Contact us to speak with one of your knowledgeable team members today and see how our services can benefit you.

In the vast majority of occasions, companies are all too aware that the tech talent gap is real. Many businesses struggle to find the IT professionals they need, and it’s a trend that is expected not just to continue but get worse in the coming years.

As organizations struggle with recruiting top talent, many put other objectives on the back burner. But, if you let your diversity efforts fall by the wayside, you could be missing out on an opportunity to close your tech talent gap.

Women and Minorities Underrepresented in Tech

By and large, women and minorities are underrepresented in tech roles. In fact, the percentage of women holding tech jobs has declined since 1990.

Typically, this is seen as a demonstration that the tech industry doesn’t fully reflect the communities in which the companies are based. And unconscious biases may facilitate a lack of diversity.

But there are steps that can be taken to increase diversity, allowing your company to experience benefits like increased creativity and innovation. Here are a few to get you started.

Always Consider the Impact

A diversity initiative won’t be effective if it isn’t ingrained into your company culture. Instead of treating it as a separate issue, it’s important to consider how any action may impact diversity, and choose approaches that support the objective.

This could include evaluating how the gender and racial makeup of a hiring team could affect who is hired, and whether ensuring that a minority is always present could be beneficial. It could also involve adjusting recruitment approaches, such as what resources are used, to reach a more diverse pool of candidates.

Reexamine Your Job Requirements

For IT roles, it isn’t uncommon to see a minimum higher education requirement, such as a bachelor’s degree in a related field. However, education alone may be insufficient when it comes to actually performing the work.

Instead of limiting your pool of candidates based on an educational requirement, consider shifting the focus to skills and applicable experience. Ultimately, your goal during the hiring process is to find a candidate that can actually do the job and not just have a diploma they can hang on the wall. There are many skilled professionals who acquired their level of competency through routes other than formal education, so don’t automatically eliminate them just because they don’t have a degree.

Recognize the Role of Unconscious Bias

Often, people are more inclined to hire people who remind them of themselves. This can lead teams to predominately consist of variations of essentially the same person, with everyone having a similar education, background, type of experience, and even race or gender.

Unintentional bias can harm diversity efforts, even if people don’t mean to make decisions in that matter. By recognizing that unconscious bias may be influencing hiring decisions, actions can be taken to limit its effect, ensuring a more diverse workforce.

By seeking out diverse candidates, you can access a larger pool of skilled IT professionals to fill your vacancies, increasing the odds that you can overcome your talent gap.

If you are looking for top talent to join your team, the knowledgeable staff at The Armada Group can connect you with some of today’s most skilled candidates. Contact us to learn more about our services today and see how we can help you defeat your talent gap once and for all.

Have you ever walked into work thinking “I have no idea what I’m doing?” If so, you’re not alone.

Impostor syndrome, the feeling that you don’t have the right knowledge, skills or experience to work in your current role, is incredibly prevalent in tech. It often leads to extreme feelings of doubt, insecurity, and anxiety, making it harder to stay positive on the job even when people tell you that you’re doing great.

Often, beliefs that you are an impostor in the workplace aren’t based in reality, but that doesn’t make them inherently easy to conquer. If you are ready to get over your impostor syndrome for good, here’s what you need to do.

If You Don’t Know It, Learn It

One of the root causes of impostor syndrome is not having all of the answers. Maybe your code isn’t the most beautiful to behold, or you’ve never worked with a particular system before, and now you have to jump in.

Often, it’s a lack of understanding of a particular thing that leads a person to feel like they don’t belong in their job. But, it’s important to remember that no one starts out with this knowledge, and it’s always possible to learn something new.

If you don’t know how something functions or how to improve on something you’ve created, then adopt an inquisitive mindset and start researching. You can do internet searches, sign up for a class, or reach out to the expert in your workplace. All of these have the ability to get you the knowledge you need, making you more secure in your capabilities, including your ability to learn something new.

Keep Track of Compliments

Typically, we are more inclined to take criticism to heart, whether it comes from ourselves or someone else, than we are to accept that a compliment is accurate. Over time, these negative points override the positives, becoming a point of focus over the long-term.

However, it is possible to balance out the negatives with the positives, as long as you make an effort to keep track of the compliments given to you. For example, store copies of emails that offered kudos in a folder so they are accessible, write down the positive things people say, or stash cards that were given in appreciation in a file. Then, when you find yourself doubting your capabilities, turn to these resources to when you need a boost.

At some point, nearly everyone experiences bouts of impostor syndrome as they walk down their career path, so you aren’t alone in these feelings of self-doubt. But, by being open to learning and reminding yourself that you have exceeded others expectations, you can adjust your mindset, allowing you to beat impostor syndrome for good.

If you are interested in learning more or are seeking out a new opportunity, the team at The Armada Group can help. Contact us to speak with one of our knowledgeable staff members today and see how our services can benefit you.